Applications arrive as a scanned printout, a phone photo of a CV, and a DOCX with a strange layout, and every one of them lands as the same tidy candidate card: name, contact details, current role, years of experience, skills, and the role applied for. Screening starts at reading rather than at retyping.
The app embedded on this page is the Application Tracker Board, a real Taskade Genesis build and the closest starting point for this one. It collects applications; it does not yet read the file that arrives with one. Click "Use this app" to clone it in about ten seconds, then add the reading step, the extraction step, and the board lanes described below.
Concretely, the build is an application desk with a queue behind it. A Candidates Project holds one row per applicant. A published form takes name, role applied for, and a File field for the resume, and it accepts a scan or a photo as happily as a PDF. The Convert File to Text step reads whatever arrives, which is what makes a photographed CV usable at all. An Ask Agent step returns candidate name, email, phone, current title, current employer, total years of experience, a skills list, education, and location as named fields. A Categorize with AI step then sorts the card into the right role lane before a human opens a single file. The original document attaches to the card so the reviewer reads the real CV, not a summary of one.
The pipeline renders wherever your process lives:
- Board view to move candidates through Screen, Interview, Offer, and Closed
- Table view to compare skills, experience, and location in one grid
- List view for a clean review queue on a phone
- Plus Calendar, Mind Map, Gantt, and Org Chart across the 7 project views
Automations keep the pipeline warm. With Taskade automations, a new application posts to the hiring channel in Slack, sends the applicant an acknowledgment, and books a screening task for the recruiter on rotation. Across 100+ bidirectional integrations, Gmail pulls emailed applications in while Slack and calendar invites push interviews out. The AI agents in the app carry 34 built-in tools with persistent memory, so the agent that reads today's CV knows what your last three hires for this role looked like.
Ask for the same set of fields across every role you hire for. A consistent extraction schema is what makes two roles comparable six months apart, and it costs nothing to decide up front. Keep role specific criteria as an additional layer rather than replacing the base fields, so a developer application and an operations application still share name, contact, experience, and location. It is also worth writing down what the app does not do and sharing that with the panel, because a board that looks decisive invites people to skip the document. The original CV is attached to every card precisely so that never becomes the habit.
Clone it, invite the hiring panel, and the candidate data, the scoring notes, and the routing rules stay yours.
Follow the full screening pipeline in Applicant Screening, see the format list in Read Scanned Paperwork and Photos, and branch the application questions with Build a Form with Conditional Logic. Browse live hiring builds in the Community Gallery, explore AI agents, or start from the templates library. Pair this with Turn New Hire Paperwork Into a Complete Employee File so the person you hire flows straight into onboarding, and Score Grant and Funding Applications as They Land if you run panel reviews too.
Frequently Asked Questions
What resume formats does the intake handle?
Typed PDF, DOCX, and TXT are read directly as text. A scanned or image-only PDF, a PNG, a JPG, a WebP, and a HEIC photo are read off the page. GIF and BMP sit outside that path, so ask applicants to save those as PNG. One Convert File to Text step covers everything else.
Does the ranking replace human judgment?
No, and it should not. The agent extracts stated facts and sorts by the criteria you wrote, then a person reviews the card with the original CV attached. Treat the board as a way to reach the reading faster, not as a decision.
Can I ask for criteria specific to my role?
Yes. Name them in the prompt, for example years of Kubernetes experience, a specific certification, or the right to work in a named country. Anything genuinely stated on the CV comes back as a named field. Anything not on the page comes back blank rather than invented.
How do candidates submit without creating an account?
The published form is a link. They open it, attach the file, and submit. Turn on App Users if you would rather every application arrive attached to a named signed-in person, which is worth it when the document is a contract rather than a CV.
Where does the original CV live?
It attaches to the candidate card and lands in your workspace Media tab. Reviewers open the real document from the card, so nobody makes a call from a summary.
Is there a size limit on a photographed CV?
Keep scans and photos under 20 MB, which is the ceiling for reading words off an image. A typed PDF or DOCX is read as text and bounded by your plan upload size instead.
Can two people review the same candidate without stepping on each other?
Yes. Assign the card, leave comments on the row, and use the board lanes as the shared source of truth. The 7 project views all read the same underlying record, so a reviewer working in List view and a manager working in Table view see the same state.
Can applicants apply in a language other than ours?
Yes. Taskade Genesis uses 15+ frontier models from OpenAI, Anthropic, Google, and open-weight providers, several of which handle multiple languages, so a CV in another language is read and the named fields come back in the language you asked for. Have a speaker confirm the first few.
